You might just find that there is a huge untapped applicant pool that possesses the skills and abilities you are looking for in your next job opening.

Posted by  Alissa Parr, Ph.D.

One of the challenges that companies may face is attrition of candidates in the hiring process.  Candidates may withdraw from the application process for multiple reasons, including disinterest in the company, another job offer, and feeling like the hiring process is unfair.  All of these reasons can be a result of a lengthy hiring process.  Candidates who are put in a “holding pattern” in certain stages of the hiring process may get the impression that the company is not valuing them as a candidate, and, as a result, withdraw from the process.  Additionally, it’s a reality that candidates are seeking other job alternatives and interviewing with several companies. Other companies that are able to process candidates faster have the upper hand because they can make an offer to the candidate before other companies. Overall, it makes sense to shorten time for the hiring process. Or, said another way, it’s important to maximize the efficiency of the hiring process.

One of the indicators we tend to focus on first is effectiveness. This is very important because it can make the difference between a good and bad hire. However, efficiency is also an important factor to consider in the selection process. Usually there is a give-and-take between factors such as effectiveness and efficiency.  It’s like speed and accuracy. If you increase your speed, your accuracy tends to decrease. However, this does not always have to be the case for effectiveness and efficiency in a hiring process. Below are a few tips to find the sweet spot that will maximize both effectiveness and efficiency. 

1.  Structure the process to minimize the resources needed during the first stages of the process. 

The ultimate goal of any hiring system is to reduce a large pool of candidates to one or a few.  Essentially, the system should be set up like a funnel with each step removing unqualified candidates. In the beginning stages when you have the most candidates with more variable skill levels, it’s best to use tools that are easy and cost effective to administer. For example, you may start out with an application that asks about the basic qualifications for the job. These are simple and cost effective solutions which can eliminate those not qualified for the position. Additionally, you can include a short screen-out assessment that will identify your most risky candidates. Having these candidates eliminated in the early stages will allow you to spend more time on the candidates who are better qualified. This results in a lot of time and cost savings.  The later stages is when it’s better to have your more in-depth and resource-intensive tools (e.g., behavior-based interviews or in-depth assessments).

2.  Automate the process. 

One of the best ways that you can make your hiring system more efficient is to move towards electronic applications and tools. When you’re using an electronic platform, scoring can be built into the system so you automatically know whether the candidate passed or failed that step.  This creates more standardization, eliminates guesswork from the hiring team, and streamlines the process. Automating the process reduces the resources needed, especially at the beginning stages. For example, candidates could enter themselves into the system, fill out an initial electronic application, and then be invited to take a screen-out assessment automatically if they passed all the previous stages.

3.  Use tools that are predictive of success for your target position. 

The final thing to mention is that you should never sacrifice quality over speed in the hiring process. Make sure that you go through all the necessary steps in a job analysis to identify the most critical knowledge, skills, and abilities for the target position. Then, select your tools that can accurately and reliably measure these competencies. The shortest and cheapest assessment may not always be the best tool for your position and therefore you should be very critical when selecting tools to use.  By spending a little more time on the front-end, you can make sure that you are creating a system that is both effective and efficient.

Making your system more efficient can have multiple benefits: it creates a more positive candidate experience, it reduces time needed for the hiring team, it creates cost savings, and it shortens the overall time to hire.  By incorporating some of the tips above, you can ensure that your system is both efficient and effective so you can hire the best candidates more quickly.

Is Experience Necessary?

 Posted by  PaulGlatzhofer

Let me start by saying that if I ever need to have brain surgery I would want it done by the best brain surgeon I could find.  By “best” I mean that the surgeon has proven time and again that he/she can do the job successfully with positive outcomes.  However, a brain surgeon is more the exception rather than the rule.  There are a significant percentage of jobs where past experience is not necessary.  For example, most entry-level retail job openings look for positive and motivated people who like working with customers.  You don’t actually need that experience.

However, a review of Indeed.com in the Pittsburgh region had 21,185 job postings.  But, only 738 (or 3.4%) of those jobs were listed as “No Experience Necessary”.  Additionally, most of these jobs were entry-level type roles.  Why are all of these jobs requiring experience? 

I think this speaks to a fundamental misunderstanding of what predicts success.  I certainly don’t fault hiring managers for relying so heavily on past experience.  All other variables being equal I would also choose in favor of the candidate who has had similar experiences in a past job. On the other hand, all other variables are not equal and past experience in a similar situation doesn’t necessarily mean the candidate performed well in that past role. 

What we should be focused on are the knowledge, skills, and abilities needed for successful job performance.  For example, if I need to hire an administrative assistant I would like to find a person who has high attention to detail, is generally positive, a team player, and takes initiative to get work done quickly.  The candidate who possesses these skills will always outperform a candidate who needs development in one or more of these areas – even if the candidate with developmental needs has had previous experience in a similar role.  I challenge all hiring managers and HR practitioners to review their job posting to see if past experience is truly necessary.  You might just find that there is a huge untapped applicant pool that possesses the skills and abilities you are looking for in your next job opening.